ChatGPT doesn’t have to be scary. Instead, it’s helping many perform their jobs better and give them back time they never knew they had.

The release of the generative AI model, ChatGPT has many considering what the future of their job, and their business, might look like.

New industrial regulations, demand for flexibility on both sides, new skills needed and acute skills shortages…. 2022 offered some big challenges for HR and Talent Acquisition leaders, so what can they expect for 2023? Hays’ experts offer insights on what trends may continue, and what new challenges might show up so you can be prepared for the year ahead. 

Respecting people's pronouns is a critical part of creating spaces that are safe and welcoming of all genders. Taking the time to learn about them and how to use them means we can continue to create more inclusive workplaces for all.

Greater awareness of the climate crisis and a desire for positive societal change mean that more and more of us are becoming passionate about sustainability, but the idea of finding your first ‘green’ job can be daunting if you lack experience or in-depth knowledge.

For all the innovation and technology that has revolutionised the process of getting a job in recent years, there is one thing that has never changed. You can still pretty much guarantee that at some point in the interview you’ll be asked the standard question that interviewers have asked job-seekers since dawn of time.

Businesses in both Australia and New Zealand are struggling from near-record levels of unemployment. The Federal Government in Australia hosted a Jobs and Skills Summit earlier this month to try to find solutions, including the lifting of permanent migration to 195,000 spaces. While migration is a common lever to pull to increase access to skilled workers in both Australian and New Zealand,...

The Federal Government’s Jobs and Skills summit, held on 1-2 of September, was designed to bring together unions, employers, civil society and governments to address the shared economic challenges of near record unemployment and a shortage of skills in Australia’s current, and future, labour forces.

An organisation’s commitment to sustainability has become hugely important in recent years – and its significance is only going to increase in the future with the realisation of the systemic challenges we face.

Australia faces a skills shortage at a level unmatched in our 46 years in recruitment in this market. This year’s newly released Hays Salary Guide shows that 91% of surveyed employers are experiencing a skills shortage. More than four in five (83%) say it will impact the effective operation or growth plans of their organisation, up from 64% last year.

The case for a robust Equity, Diversity and Inclusion (ED&I) strategy in the workforce has become increasingly important to business leaders over recent years.

Interview coming up? No matter how well you prepare, there are always certain job interview questions that catch you off guard. Read more to find out how to answer tricky interview questions.

Job hunting? Three reasons why you should still apply for a job, even if you don’t meet all the requirements. Read more.

Interviewing for a teaching position? We've compiled a list of 8 interview questions you might asked—​plus advice on how to respond. Read more.

Working from home can bring with it many benefits, but how can you look after your wellbeing when working from home? Find out more information here.

Is a new job on your radar for 2022? If so, it’ll take more than tailoring your CV and preparing thoroughly for interviews to get your dream job. As we move out of the pandemic, there are new strategies to add to the list.

As we enter 2022, it is difficult to foresee exactly what the next 12 months have in store for us. If the last two years have taught us anything, expect the unexpected.

Equity, diversity and inclusion in the workplace is necessary to include in any business strategy, especially as jobseekers actively look for employers who truly value it. Yet many organisations will find that various recruitment obstacles thwart their progress and hinder their commitment to creating a genuinely equal, diverse and inclusive workplace.

That’s it. They’ve had enough. Enough of the endless Teams calls. Enough of putting their career development on hold. Enough of feeling unsupported, overloaded, and overlooked by their employers.

Neurodiverse employees can offer significant benefits to a business. Yet figures show that a large percentage of neurodiverse talent are being left out of the workforce. But by understanding and accommodating the needs of these people, employers can foster a more diverse, inclusive and successful organisation.